Recruitment Practice and Employee Commitment in Selected County Governments in Kenya

Despite having the HR department and professionals the selected county governments have little to show on service delivery; as employee commitment continue to decline. The purpose of the study was evaluate the effect of recruitment practice and employee commitment in selected county governments in Kenya. The study adopted Equity theory. The study adopted mixed research design. Qualitative as well as quantitative research methods were used. Proportionate sampling was used to select five County governments out of forty-seven. Out of target population of 12,990 employees, a sample size of 384 respondents was selected through stratified sampling. A pilot test was carried out to reduce the chances of instrumentation error like weakness in design, increased the data collection's reliability and checked the internal consistency of the data collection instrument. The descriptive results displayed percentages for variables on five-point Likert scale. Discussion based on mean and standard deviation was arrived. Correlation was used to determine the relationships between the individual independent variables and dependent variable. The study indicated that there was a positive significant relationship between the recruitment practice and employee commitment in the selected county governments in Kenya. Univariate regression analysis was used to establish the effect of individual independent variable on dependent variable employee commitment. A multiple regression model was used to establish the effect of relationship in the selected county governments in Kenya. HRM practices combined without the moderator explained the variation on employee commitment in selected county governments in Kenya. The study concluded that employee recruitment had a significant relationship on employee comment in the selected county government in Kenya. Keywords; Employee Recruitment, Employee Commitment DOI: 10.7176/EJBM/17-3-08 Publication date: March 30th 2025